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Henkel HR Practices

PART A: Recruiting and Selecting Our New Employees

Recruitment and Selection is a major HRM functions (Dessler 2007) as it includes all organisational practices and decisions. It's been argued that in order for the firm to construct and preserve the competitive advantages, proper staffing is critical (Wright & Snell 1991, Boxall 1996). Recent technological advances, globalization, communal movements and changes within organizations have brought new obstacles for recruitment and selection (Rowley & Benson 2002). To effectively face the new troubles recruitment and selection needs to be included with business strategies (Lam & White 1998).

Therefore, Henkel designed a guideline to aid their HR employees in putting into action effective and good recruitment and selection processes, which will donate to their success in appointing the best candidate. This guide has subsequent steps:

  • Identify Vacancy and Evaluate Need
  • Develop Position Description
  • Develop Recruitment Plan
  • Select Search Committee
  • Post Position and Put into action Recruitment Plan
  • Review Applicants and Develop Short List
  • Conduct Interviews
  • Select Hire
  • Finalize Recruitment

The recruitment and selection process is relatively clear and fair. Results of the recruitment process are sufficient. They provide similar job opportunity. Screening requirements in recruitment process is both academic end result and experience based mostly; it has been found from the 100% of the respondents. It's been found that 100% of the respondents feel that IT support regarding recruitment can be obtained. It's been discovered that 57% of the respondents feel that satisfaction of primary programs with recruitment process is reasonable and the others of 43% feels that it is excellent. Composition of recruitment process is composed of both centralized and decentralized.

Weakness of recruitment and selection process:

  • Job explanation is not clear and specific, written test is not completely program oriented and written test is not MCQ type and agenda related. Sometimes nepotism is getting into
  • play for recruiting and selecting. Interview table is not in appropriate organised. There is absolutely no standard job specification.
  • The management will not maintain more flexibility for internal staff for applying. It's been discovered that 100% of the respondents feel that the ratios of inside applicants are often hardly any.

To overcome such shortcomings/ weaknesses here the next suggestions are suggested. For appropriate staff source professional organizations, HR associations support should be taken by the business. Job explanation should be more clear and specific and job description should be stated in the work advertisement.

There should be orientation for the specific program. During recruitment time limit should be relaxed in case of appropriate staffs. Questionnaire of written test should be upgraded. More organized interview table should be produced or recruiting businesses can be chosen if appropriate staff are occupied. All applicants should be recruited through proper recruitment process and all advice by higher management should avoid. For personnel development more training have to be unveiled by management. To the purpose the cover staff development should be revised & increased. Encourage self guided training, which might be helpful for the employees who will work different remote control areas. Here employee is considered to be accountable for self edification, with the business providing resources, libraries & online information for employees to work at their leisure. -panel interview should be applied. Discover proper recruitment bills such that it could be reduced. Recruit more HR staffs to provide prompt service & conference all degree of staffs physically to hear their problems & give opinions. The compliance audit team should become more strongly constituted & structured to take accurate opinions & ensure the right practice of the individuals resource coverage & technique.

  1. Achieving powerful from the new employees
  1. Achieving affective commitment from the new employees
  1. To highlight any potential issues on cross cultural management
  2. Any other difficulties you feel highly relevant to mention
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